Global Journal of Management and Business Research, A: Administration and Management, Volume 23 Issue 5

An Empirical Study on Factors Influencing Job Satisfaction of Human Resource in Banks and Insurance Companies of Nepal 24 Global Journal of Management and Business Research Volume XXIII Issue V Version I Year 2023 ( ) A © 2023 Global Journals than 0.05, it is concluded that there is a statistically significant mean difference in the level of job satisfaction due to the difference in the delegation of challenging job to the employees. Table 40: Test of Normality on Job Satisfaction Due to Motivational and De-Motivational Relation with Subordinate Relation With Subordinate Shapiro-Wilk Statistic df Sig. Job Satisfaction Motivational Relation With Subordinate 0.987 188 0.074 De-motivational Relation With Subordinate 0.970 12 0.910 The above table shows us the p-value of job satisfaction ( p=0.074) is greater than the alfa value ( α =0.05) in motivational relation with subordinate. Therefore, the job satisfaction is normally distributed within the sample size of human resources who say that their relation with subordinate has motivated them to do their job. Similarly, the p- value of the job satisfaction ( p=0.910) is greater than the alfa value ( α =0.05) in the de-motivational relation with subordinate. Therefore, the job satisfaction is normally distributed within the sample size of human resources who say that their relation with subordinate has demotivated them to do their job. Table 41: Group Statistics of Motivational and De-Motivational Relation with Subordinate Relation With Subordinate N Mean Std. Deviation Job Satisfaction Motivational Relation With Subordinate 188 40.2713 6.24592 De-motivational Relation With Subordinate 12 47.5000 7.76355 The above table shows us out of 200 respondents in the field survey, 188 respondents say that their relation with subordinate has motivated them to do their jobs whereas 12 respondents believe that their relation with subordinate has demotivated them to do their job. Here, the mean score of job dissatisfaction ( M=47.5000) of human resources who say that their relation with subordinate has demotivated them to do their job is higher than the mean score of job satisfaction ( M=40.2713) of human resources who say that their relation with subordinate has motivated them to do their jobs. Table 42: Independent Sample T-Test Result for Relation with Subordinate as a Factor Leading to Job Satisfaction Levene's Test for Equality of Variances t-test for Equality of Means F Sig. t df Sig. (2tailed) Job Satisfaction Equal variances assumed 0.933 0.335 -3.830 198 0.000 Equal variances not assumed -3.161 11.926 0.008 In the above table, F-test (Levene‘s test) has been done to evaluate the equality of variance. It can be seen that the p-value is 0.335(which is greater than 0.05). It indicates that the variances are significantly equal. Hence, the case of “Equal Variances Assumed” has been considered. The values under the “t-test for Equality of Means” has been examined. So, the p-value for the equal variances t-test is p=0.000 . Since this p-value is lesser than 0.05, it is concluded that there is a statistically significant mean difference in the level of job satisfaction due to the difference in relation with subordinate. Table 43: Test of Normality on Job Satisfaction Due to Motivational and De-Motivational Job Security Job Security Shapiro-Wilk Statistic df Sig. Job Satisfaction Motivational Job Security 0.993 164 0.583 De-motivational Job Security 0.986 36 0.911 The above table shows us the p-value of the job satisfaction ( p=0.583) is greater than the alfa value ( α =0.05) in motivational job security. Therefore, the job satisfaction is normally distributed with in the sample size of human resources who believe that job security has motivated them to do their job. Similarly, p-value of the job satisfaction ( p=0.911) is greater than the alfa value ( α =0.05) in de-motivational job security. Therefore, the job satisfaction is normally distributed with in the sample size of human resources who believe that job security has demotivated them to do their job.